Understand the difference between a planned shift, a valid QR check-in and actual eligibility for receiving hotel service requests.
Understand the difference between a planned shift, a valid QR check-in and actual eligibility for receiving hotel service requests.
A weekly schedule may show eight housekeeping staff, but if only three have checked in, automated coordination must not assume all eight are available.
The employee belongs to the hotel, has active permissions and records attendance through an approved mechanism. Old or duplicated sessions should not quietly count as current attendance.
Staff on break or marked unavailable should stop receiving new offers. Forgotten check-outs need expiration and shift-boundary handling so eligibility stays reliable.
QR attendance need not imply GPS tracking. State clearly what attendance information is collected, how access is controlled and what hotel employment policy applies.
Use these scenarios and checks as practical starting points; adapt them to your property’s actual operating procedures.
Define when a shift starts, who may register a QR check-in, how forgotten check-outs are treated and which supervisor can correct attendance. Document whether check-in is only for operational eligibility or also informs payroll. Do not automatically assume those purposes are identical.
An authorized staff identity should be distinct from the browser carrying the session. A shared reception tablet must not become proof that every employee was present; neither should an old session remain eligible after the employee goes home. Use controlled session expiration, reauthentication and the hotel’s existing employment policies.
Simulate three cases: a valid QR check-in; a staff-portal shift without QR verification; and a QR check-in that expired at the shift boundary. Only the first case should automatically receive eligible task offers. Repeat with an employee on break and one assigned to the wrong service team.
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